Recruiting a Diverse Faculty: Search Committee Scenario

Question Title

Review the following Recruitment scenario and select the correct answer based on the insight gained from the Increasing Women in Neuroscience course. This question was adapted from the Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE) scenarios from the ADVANCE Program at the University of Michigan.

After reviewing 136 applications for your department’s one open position, your committee now has a short list. There are no female or minority candidates on the short list. You were planning to revisit the applications, but an influential senior faculty member on the committee feels very strongly about one of the candidates on the short list. This white male candidate fits a narrow niche about which the senior faculty member feels strongly. Although the committee previously recognized the benefits and importance of diversity in the faculty, after a brief discussion, the committee followed the senior member’s recommendation and hired the white male.

Which of the following statements regarding this scenario is true?

The diversity problems generally work themselves out, so this was clearly the best move.

It’s generally best to follow a senior member’s recommendation, because their perspective invariably recognizes higher value.

Criteria/guidelines around how the applications are to be evaluated should be established before any applications are reviewed.

Even if the white male is more qualified in some areas a minority or female candidate should have been hired because diversity is the better long-term value.